Society

ESRS topic Impact description ESRS topic Time horizon Place within value chain
 

Own workforce

Failure to ensure equal pay Actually negative Short-term Own operations
Mobbing (behaviour related to psychological violence and harassment) Actually negative Short-term Own operations
Maintenance of pay gap between men and women Actually negative Short-term Own operations
Gaps in abiding by health and safety procedures or use of protective measures when working with hazardous substances, among other things Actually negative Short-term Own operations
Work schedules that negatively affect health, as well as lack of breaks during work performed due to very high expectations and standards Actually negative Short-term Own operations

Own workforce

Policies related to own workforce

Policies related to significant impacts on own workforce have been formally implemented at the operating segments, and at the foreign companies of the segments they are overseen by the leading companies. The organisation’s plan is to implement the policies in all of its constituent entities by the end of 2025.

Material impact identified in the double materiality process Impact-related regulations Basic contents of the regulations
Failure to ensure equal pay Remuneration Policy In accordance with the Policy, remuneration at the Group depends for example on: the employee’s duties and responsibilities, the level of fulfilment of the requirements set out in the employee’s job description, as well as equal access to the financial and non-financial benefits offered, awarded on the basis of objective, open, factual and unambiguous criteria, taking into account the results of periodic evaluation and individual performance, among other things.
Mobbing (behaviour related to psychological violence and harassment) Human Resources Policy The HR Policy ensures equal opportunities and common standards within companies to the Capital Group own workforce. Adopting the Policy, the companies declared the performance of actions in the area of human resources management, with respect for external and internal laws, with particular emphasis put on non-tolerance of unwanted behaviours.
Code of Ethics Emphasises non-tolerance of unwanted behaviours and indicates the possibilities with regard to reporting breaches.
Dignity at Work Policy The Policy emphasises non-tolerance of unwanted behaviours. The Policy provisions refer to the principles of the Code of Ethics, which comprises the breach reporting channels.
Maintenance of pay gap between men and women Respect for Human Rights Policy The Policy is the organisation’s commitment to respect human rights, as defined in the European Convention on Human Rights, including the right to equal treatment.
Diversity Policy The Policy concentrates on raising awareness among own workforce of the Capital Group with regard to diversity tolerance.
Remuneration Policy Ensures equal access to the financial and non-financial benefits offered, awarded on the basis of objective, open, factual and unambiguous criteria.
Gaps in abiding by OHS procedures or use of PPEs when working with hazardous substances, among other things Occupational Health and Safety Policy The OHS Policy specifies the standards and norms with regard to occupational health and safety of own workforce and supply chain workforce.
CSR Policy The CSR Policy refers to the health and safety of own workforce as one of the fundamental principles of the Capital Group
Work schedules that negatively affect health, as well as lack of breaks during work performed due to very high expectations and standards Respect for Human Rights Policy The Policy is the organisation’s commitment to respect human rights, as defined in the European Convention on Human Rights, including respect for family and private life.

The approach of the Capital Group to the issue of human rights in relation to own workforce is regulated by the Respect for Human Rights Policy based on the provisions of the European Convention on Human Rights and other documents. The policy regulates, among other things:

  • ensuring decent and safe working conditions, equal opportunities, as well as compliance with labour laws, including those related to wages and other benefits;
  • respect to diversity, and freedom of association;
  • objection to child labour and forced labour.

The declarations made in the Respect for Human Rights Policy are fulfilled by actions described in conduct guidelines and instructions, which are implemented in the form of procedures. The Steering Committee for Sustainable Development and Corporate Social Responsibility oversees the implementation of the action strategy in this regard.

In the event of violations, the Capital Group provides corrective measures through the procedures in place.

 In clear and unambiguous terms, the Capital Group opposes all forms of discrimination. These issues are addressed, for example, in the provisions of policies and implementing procedures: Diversity Policy and procedure, Dignity at Work Policy and procedure, and the Code of Ethics. All these regulations clearly indicate the Capital Group’s zero-tolerance towards undesirable behaviours and declare support for those whose welfare has been violated. The organisation makes it possible for all employees to report cases of discrimination and ensures that such reports are dealt with impartially. As part of the implementation of its procedures and policies, the Capital Group has provided training on: mobbing prevention and Anti-corruption Policy, which is an integral part of the Code of Ethics, among other things. More information in that regard may be found in Section G1-1 – Business conduct policies and corporate culture of this Report.

In 2024, the Capital Group did not have any regulations related to the inclusion of or activities for particularly vulnerable groups among its own workforce.

Every employee of the Capital Group may report complaints or suspected irregularities. The issue is described in detail in the Code of Ethics, the Anti-corruption Policy, and in the Internal Reporting Procedure compliant with the Act on Whistleblowers’ Protection of 14 June 2024, as well as in the Internal Control System Procedure, among other documents.

The Capital Group provides human, financial and material resources adequate to perform and plan its actions related to material impacts on own workforce. The Capital Group did not implement the formal process of identifying the actions needed – their scope results from the experience of the management staff, consultations with own workforce and best market practices.

Part of the Capital Group targets in 2024 (ESG Strategy 2021-2025) involved significant impacts on own workforce, as identified during double materiality analysis. The targets were determined in consultation with employees responsible for HR and OHS areas at the subsidiary companies. Staff representatives (social side) were not involved in the process. The achievement of the targets is published annually. Progress is analysed on an ongoing basis, and work on improved target performance is carried out in consultation with employees.

In terms of occupational health and safety, the strategic objective of the Capital Group is to increase occupational safety and reduce the number of accidents. The adopted metric is the Total Recordable Incident Rate (TRIR)6 – with the aim of reaching a level below 1 by the year 2025. In 2024 the rate equalled 0.94.

The Capital Group strives to provide competitive working conditions to the employees, including professional development opportunities. A metric for the target is staff turnover ratio (number of employees leaving the company / average headcount), and the goal is to reduce the ratio by 5% every year. In 2024 the goal was not achieved, as the rotation ratio equalled 12.5%. The Capital Group plans to carry out detailed review of the results of double materiality analysis in the coming year, and to address targets related to the identified material impacts. The process will be consulted with employee representatives.

Headcount structure

6,150
Number of employees on employment contracts (and appointed to fulfil functions) at the Capital Group companies at the end of 2024
6,057
Average headcount in 2024

Gender Employees at all locations Employees in Poland
Women 1,903 1,660
Men 4,247 3,852
TOTAL 6,150 5,512

OHS metrics Value of metrics
Number of fatalities as a result of injuries at work or deteriorated health related to work performance 0
Number of accidents at work 44
Number of accidents resulting in absence at work 44
Accident rate – LTIFR* 4.71
Number of days lost due to injuries, fatal accidents and work-related ill health, and fatal accidents related to ill health 2,610
Proportion of employees covered with the OHS management system 100%

* Lost Time Injury Frequency Rate was calculated in accordance with the ESRS S1-14 standard (number of accidents divided by the number of hours worked by the employees, multiplied by 1,000,000).

755 people on employment contracts left the Capital Group, both on the initiative of the employees themselves and on the initiative of the employer. Within the category of persons other than employees, there were employed 80 people, including the Supervisory Board Members, workers on specific-task agreements or B2B contracts.

Companies also cooperated with temporary employment agencies. As at 31 December 2024 there were employed 187 people through such agencies. Additionally, (as at 31 December 2024) 284 people were performing work on site of the Capital Group companies within third-party services ordered.

Remuneration metrics

The average annual remuneration for male employees equalled PLN 119,530, and for female employees – PLN 93,140. The ratio of the annual total remuneration of the top earner to the median of annual total remuneration of the employees was 86.9.

Gender Managerial position* Other positions
Women 308.66 85.64
Men 379.45 99.10

Workers in the value chain

The Capital Group identifies workers in the value chain as:

  • employees of the suppliers (e.g. of raw materials or semi-products) located upstream the value chain;
  • employees of entities providing services to the Capital Group downstream the value chain (e.g. property security or cleaning services).

With regard to value, 30% of the Capital Group suppliers are based in Poland, 61% in other European countries, and 9% on other continents. Countries that have an increased risk of child or forced labour among workers in the value chain include: China (all Segments), United Arab Emirates (Extruded Products Segment, Flexible Packaging Segment), and Kuwait (Flexible Packaging Segment). The key raw material used by the Group is bauxite, which is the primary source of alumina used in aluminium production. The largest bauxite deposits are located along the equator, so most of the mines where this raw material is extracted are located in Brazil and other Latin American countries. Both the method and the place where bauxite is extracted are associated with an increased risk of human rights violations.

The double materiality analysis carried out by the Capital Group did not reflect any major impacts on the workers in the value chain. One risk was identified in that area. It refers to the breach of human rights in the value chain, as described in detail in Section GOV-5 Risk management and internal controls over sustainability reporting.

The Capital Group did not carry out a detailed analysis with regard to exposure to a higher risk of harm to workers with particular characteristics, those working in particular contexts, or those undertaking particular activities. The Group has not identified, either, any material risks and opportunities which could result from the impact and dependency on, for example, specific age groups of workers in the value chain, or workers in the particular factory or country.

Policies related to value chain workers

The approach of the Capital Group to cooperation with workers in the value chain is regulated by the Code of Conduct for the Suppliers of Grupa Kęty S.A. Capital Group.

In the preceding years, the Capital Group verified compliance with minimum safeguards once a year, with a high level of generality. Currently, the Capital Group is in progress of preparing a detailed model of processes and mechanisms to monitor compliance with the UN Guiding Principles on Business and Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, and the OECD Guidelines for Multinational Enterprises. The purpose of the work is to create a model which directly engages the workers in the value chain in the process of identifying negative impacts, opportunities and risks.

Processes for engaging with value chain workers about impacts

In 2024, the Group did not consider the perspective of workers in the value chain when making decisions on measures to manage actual and potential impacts on workers in the value chain. In the course of double materiality analysis, information was collected on negative impacts, opportunities and risks from the perspective of suppliers. Workers in the value chain participated in the dialogue represented by supplier representatives. To include their perspective, the organization also looked at reports from international organizations, such as the International Labour Organization or the Danish Institute for Human Rights, where issues of human rights violations in value chains are widely discussed. A regular dialogue is planned that takes into account the perspective of workers in the value chain. The issue of engaging workers in the value chain of the Capital Group is related with regard to its scope to the competencies of the purchasing departments (the responsibility for purchasing is vested in the division of the Management Board Member/Financial Director). The Capital Group did not evaluate the effectiveness of engagement of workers in the value chain, and the results of the dialogue did not translate into changes in contracts or additional regulations for that group of workers. No steps were taken to learn the perspective of workers who may be particularly vulnerable or marginalized (for example, women, migrant workers, employees with disabilities).